Candidate Brief

Vice President, Human Resources

PROJECT TEAM Eric Slankis Partner, [email protected] Tel: 613-667-0133

Dominik Legault Consultant, Ottawa [email protected] Tel: 613-667-0134

Vice-President, Human Resources 2

INTRODUCTION

On behalf of the Canadian of History, thank you for considering this important opportunity. This Candidate Brief contains an overview of the organization, position and candidate profile, our search process, and a few points we would like to get your agreement on at the beginning of the search.

This document is intended to provide you with information, and is not a contractual document. Some of the material may be subject to change. We will do our best to keep you informed of any new developments over the course of the search. At any time during the search process, should you have any questions or require further clarification, we would be happy to assist.

Additional information on the Museum can be found at http://www.historymuseum.ca. Their most recent annual report can be found at: http://www.historymuseum.ca/a1/annual-report-2016- 2017/

Please feel free to contact us should you have any additional questions. Thank you for your time and interest.

Yours truly,

Eric Slankis

Vice-President, Human Resources 3

Overview – Canadian Museum of History “Large-scale, landmark initiatives … A Federal Crown Corporation, The Canadian Museum of obviously highlight the expertise, History oversees the operation of two critically important ingenuity and commitment of our Canadian : the Canadian Museum of History and staff. Every person who works here the Canadian War Museum. With its iconic Museum buildings is responsible for our Museum’s located on prime locations on both sides of the , successes, and each one of them the Museums welcome over 1.7 million visitors each year, makes us proud. making it the country’s most-visited museum institution. Having recently opened the stunning Canadian History Hall in We…take pride in knowing that many Canadians have become 2017, the Canadian Museum of History together with the enthusiastic partners in our work of Canadian War Museum form one of the most recognized and telling Canada’s stories. A range of respected cultural brands in the National Capital Region. indicators — attendance figures, As a cultural and tourist attraction, the Museum has seen rising donations, ongoing and impressive results in terms of surpassing visitor projections for highly fruitful public consultations all major exhibitions; performed well beyond expectations in — all point to the same conclusion: that Canadians, in seeing their own terms of fundraising; and served a key role in connecting stories reflected in our Museums, Canadians with our past in a balanced interactive way that feel a sense of engagement with the connects us with our roots, both the good, and the darker work we do.” periods and episodes. (Mark O’Neill) Organizationally, the Museum continued to perform admirably in meeting and exceeding performance targets and metrics, performing well above many of its KPI’s, and finding considerable success in revenue generation, research collaborations, and in connecting with Canadians through the development of world-class exhibitions. Its continued expansion and growth are signals that there is no slowing in its momentum looking toward the future.

Behind all of this success is the Museum’s people and employees. From the executive team to the front-line staff, effective engagement is a key element in the everyday operations and long-term success of the organization. Underpinning this is the Human Resources function, which allows for the engagement of staff and volunteers, effective resource management and strategic planning, and ensures that the Museum remains an employer of choice in the National Capital Region.

The new Vice President will play a key role in the management of the organization, and be a key contributor in the areas of strategic planning, analysis of the culture of the organisation, labour relations, negotiations strategy and planning, recruitment, classification, policies and programs, pension and benefits, compensation policy, succession planning and volunteer management. The successful candidate will have to bring a strategic orientation, have the presence to be a credible voice at the Senior Management and Board tables, and be flexible and adept at dealing with changing and evolving circumstances.

Vice-President, Human Resources 4

Vice-President, Human Resources

REPORTS TO: President & CEO

LOCATION: Gatineau, QC

SCOPE: Reporting to the President and CEO, the incumbent is accountable for the planning, direction, organization, implementation and monitoring of the Museums’ Human Resources Branch; directs, plans, develops, manages, evaluates and controls the human resources activities and programs through managers and a team of professionals; oversees the fulfilment of a broad range of corporate priorities and objectives such as labour relations, succession planning, performance management, job evaluation, benefits, employee orientation, leave and attendance and corporate volunteers. As Chief Negotiator for both unions (PIPSC and PSAC) is responsible for negotiating the respective collective agreements and the preparation of mandates for bargaining, as well as the language for the collective agreements. As a member of the Executive team, sits on the Corporate Planning and Accountability Group and the Human Resources Planning Group to set policy, strategic direction and monitor progress of all activities of the Museums. Performs other duties as assigned.

Specific Accountabilities • The incumbent is accountable for the planning, direction, organization, delivery, implementation and monitoring of the Museums’ Human Resources Branch: • Accountable for all policies and programs in the areas of recruitment, hiring, compensation, benefits and pension, job evaluation, labour/employee relations, occupational health and safety, training and development, performance management, leave and attendance, HR planning activities, and the administration and interpretation of collective agreements; • Advises the President and CEO, Chief Operating Officer and Senior Vice-President, CMH and members of the senior management team on a broad range of issues and activities related to human resources (performance management, labour relations, organizational structure, workforce adjustment and any other pertinent and relevant matters); • Ensures the development and implementation of human resources strategies, making it possible for the organization to meet its objectives while promoting the mobilization and motivation of employees, and maintaining harmonious union-management relationships;

Vice-President, Human Resources 5

• Develops and manages policies, and establishes standards and procedures in order to ensure a coherent, consistent and equitable approach to the management of human resources; • Acts as a member of the Corporate Planning and Accountability Group and the Human Resources Planning Group; chairs management teams in matters of strategic human resource planning and implementation; reviews appropriateness and effectiveness of organizational structure and functions to meet evolving changes in mandates, and financial constraints; • Advises on succession planning with regard to key senior management positions, in identifying high-potential employees for future leadership roles in the organization; in the development of new and changed roles and responsibilities within the management cadre, linking these to performance, training and development needs, coaching and mentoring; • Leads in developing a supportive and positive employee and labour relations climate within the Museums, including managing issues, fostering trust and understanding of the Museums’ needs, constraints and realities among staff and their representatives, recommending bargaining mandates and achieving best results for the parties in agreements that represent fair, reasonable and affordable working conditions, while maintaining professional and respectful working relationships; • Ensures effective communication of the human resources framework, policies and procedures, application and interpretation of the respective collective agreements • Delivers training/information sessions to Directors and Managers on the management of their human resources and provides updates on any HR policies, procedures and programs; • Direct, plans, organizes, implements and monitors all activities of the Human Resources Branch as well as the human, material and financial resources relating to it; • Oversee the management of employee recognition programs; • Researches human resources and organizational trends, methods, issues and opportunities, and develops networks with other senior human resource practitioners to discuss these matters, provide advice and reflect on best practices; • Advises members from all management levels and provides them with support in the administration and management of policies, programs, procedures, collective agreements, performance management, labour relations, occupational health and safety, training and development and volunteers as well as any other matters relating to human resources; • Exercises the authority to hire, fire, performance manage, release on probation, discipline and suspend employees; • Ensures the development, application and revision of policies and programs relating to the activities of the Human Resources Branch, in accordance with the strategic approaches of the organization and the applicable laws and regulations; • Prepares the Branch’s workplans/budgets and assumes responsibility for its implementation and monitoring, and for taking the appropriate corrective measures when necessary; • Ensures the effective and professional operation of the Branch and directs and manages a team of HR professionals.

Vice-President, Human Resources 6

• Ensures the performance of activities with regard to the development of the quality of life in the workplace in order to promote a feeling of organizational membership among employees; • Assumes all other responsibilities aimed at improving and maintaining healthy management/ employee relations and is adept at managing other internal/external relationships with multiple stakeholders to achieve results and competing demands; • Represents the Museum at events and may be called upon to act for the President and CEO; • Chairs the PSAC and co-chairs the PIPSC local joint union-management committees; Direct supervision:

• Executive Assistant (1) • Manager, Talent Management (1) • Manager, Employee Relations and Occupational Health and Safety (1)

Indirect supervision:

• Employee Relations and OHS Advisor (1) • Employee Relations Advisor (1) • Human Resources Administrator, Benefits and HRIS • Manager, Pension, Benefits and Compensation (1) • Human Resources Advisors (1) • Talent Coordinator • Talent Management Partner (2) • Partner Talent Management and Volunteer Program • Talent Management Advisor • Volunteers • Interns and Summer Students

CANDIDATE PROFILE Education Bachelor’s degree in Human Resources Management or Industrial Relations and certification from HRPAO or CRHA or equivalent combination of education and experience.

Languages Bilingualism at the government CBC level is required

Experience: A minimum of 10 years’ experience in:

• Providing advice and counsel to senior management on organizational structure, labour relations, performance management, OH&S, Staffing, Benefits and Volunteers;

Vice-President, Human Resources 7

• Human and financial resources; • Management and leadership of specialized HR professionals and a large base of corporate volunteers; • In advising senior management and cadre on performance management, succession planning, hiring, progressive discipline, termination, workforce adjustment, as well as training and development, coaching and mentoring; • Planning and management of human resources practices, programs, policies and procedures; • Developing labour relations strategy and relationships • Collective bargaining; • Developing mandate for negotiations, preparing collective agreement language and in the application and interpretation of collective agreements; • Employee Orientation Program; • Working with HRIS (Human Resources Information System); • Working with a Job Evaluation System; • Human Resources Strategic Planning; • Management within a complex and multidisciplinary institution and a diverse group of employees;

Knowledge: • Management of Human Resources practices (strategic planning, analysis of the culture of the organisation, labour relations, negotiations strategy and planning, staffing, classification, policies and programs, pension and benefits, compensation, and corporate volunteers, etc.); • Canada Labour Code; • Canadian Human Rights Act; • Employment Equity Act; • Official Languages Act; • Occupational Health and Safety Act; • Pension legislation, EI () and QPIP (Quebec) legislation, etc. • Collective Agreements (interpretation and administration); • Arbitration and grievance procedures; • Management, organisation, leadership, trends and practices in Human Resources; • Change management; • Cultural institutions; • Aboriginal Training Program.

Core competencies: • Pursuit of excellence • Strategic planning and initiative • Business insight • Organisational analysis and organizational design • Succession and performance planning, risk management and accountability • Organizational commitment • Team leadership • Impact and influence • Analytical and conceptual thinking

Vice-President, Human Resources 8

Location: Ottawa area Ottawa, Canada’s capital sits on the border between the provinces of Ontario and Quebec in central Canada. It was made capital of the British colonial Province of Canada in 1857 and is described as one of the most beautiful capitals in the world. A population of over 1.2 million makes the Ottawa region the fourth-largest urban area in Canada. A thriving international technology and business centre and world class tourism and convention destination, Ottawa is also rich in culture and heritage with its many national institutions, parklands, waterways and historic architecture. It is home to a large number of foreign embassies and is a recognized centre for both academics and professional training.

For the third consecutive year Ottawa has placed in the top ten in MoneySense’s list of the best places to live in Canada. Ottawa also rates higher for economic and quality of life criteria compared to many American cities like New York, Boston, Washington and San Jose, and remains 2nd in North America and 14th globally according to the latest 2014 Cost of Living Survey from Mercer Human Resource Consulting. Citizens of Ottawa enjoy unrivalled health, comfort, and economic well-being, due to the unique combination of urban convenience and accessible nature the city has to offer.

According to the Ottawa Real Estate Board, the average sale price of a residential-class property sold in February in the Ottawa area was $417,374, an increase of 8.5 per cent over February 2016. The average sale price for a condominium-class property was $258,397, an increase of four per cent over February 2016. The average sale price of a residential-class property sold in February in the Ottawa area was $417,374, an increase of 8.5 per cent over February 2016. The average sale price for a condominium-class property was $258,397, an increase of four per cent over February 2016.

Ottawa is a city for culture and arts. As Canada’s Capital, Ottawa is home to a variety of national institutions, in addition to the Canadian Museum of History and the Canadian War Museum others include the Museum of Nature, the Museum of Science and Technology, the National Gallery of Canada, and the . Ottawa also hosts a myriad of festivals ranging from the Tulip Festival and , to the Blues and Jazz Festivals, to the Dragon Boat and Hot Air Balloon Festivals.

Ottawa contains far more natural and undeveloped space than most cities of its size, and provides easy access to hiking, biking, skiing and other activities in the surrounding areas. The city houses more than 900 parks, 3 supervised beaches, 79 outdoor pools and more than 300 sports fields. In the colder months, Ottawa offers over 400 skating rinks as well as the (a UNESCO World Heritage site), which becomes an 8 kilometer long skating rink every winter.

Vice-President, Human Resources 9

Steps in the Search Process

1. Application: Should you be interested in learning more about this opportunity, please contact Dominik Legault (613-667-0134) of Odgers Berndtson via email at [email protected]. To apply in confidence, please visit www.odgersberndtson.com. All submissions will be acknowledged. 2. Assessment and Interviews with Odgers Berndtson: Each resume is reviewed and assessed against the job description criteria. Candidates with the strongest match to the client’s needs will be screened by telephone. If further details are required, candidates may be invited to a face-to-face interview.

3. Presentation to the Client: Based on the interviews, each candidate’s interest, and their experience and skill sets match to the job description, candidates will be presented to the client. The Client will select from this list of candidates those they wish to invite to a formal interview. Typically 3 to 4 candidates are invited to an interview. Whether selected or not, all candidates will be notified of their status at this point.

4. Formal Interview with the Client: Once the selection of candidates has been made, the consultant will contact the short-listed candidates with a date, time and location for the interviews.

Confidentiality is an important part of the selection process, on the part of both the candidates and the Selection Committee. Should you be invited to an interview, you are not to discuss or share any details related to the interview or any aspect of the assessment process with anyone at any time.

5. Selection and Offer: Following the interviews with the client, and selection of a candidate, Odgers Berndtson will discuss the parameters of an offer to the candidate. Once the terms and conditions of the offer are accepted in principle by both parties, the client will prepare and present the formal written offer to the candidate.

Vice-President, Human Resources 10

CONFIDENTIALITY

Odgers Berndtson respects the privacy and confidentiality of personal information provided by candidates in our search assignments. In accordance with the Personal Information Protection and Electronic Documents Act ("PIPEDA"), a copy of our Privacy Policy is available for your review on our website at http://www.odgersberndtson.ca/ca/privacy-policy/

By providing us with a copy of your resume and any subsequent personal information directly or from third parties on your behalf such as references, you understand that it has been furnished with your consent for the purpose of possible disclosure to our client, who has agreed to comply with our Privacy Policy. We will not disclose your personal information to clients without your prior knowledge and consent.